Who to Hire

post # 97 — June 4, 2006 — a Careers, Managing post

If you were in charge of recruiting and selecting entry-level people (say, people in their early 20s) what criteria would you use in prediciting future success not just as a skilled technician, but as someone who would be likely to succeed in becoming (eventually) an effective manager or leader in the business?

Based on what I’ve seen , here’s what I’d look for: Someone with…

1. A modest background – not extreme poverty or riches. – Someone who had had to create their own success – a self-made man or woman, with above-average energy, drive and ambition
2. A character that shines through regardless of the role they are playing, as illustrated by references from past clients, subordinates, colleagues, superiors and friends. I’d want to know if everybody (from every direction) said the same thing about the person’s character.
3. A track record of having a hunger for responsibility, already demonstrated in volunteering for leadership roles in extracurricular activities Consistent high-rated scores from the beginning, not just as they approached final exams or the end of school.
4. Some evidence that they are driven by a restless curiosity, seeking variety, showing the initiative to eagerly taking risks with their careers. I’d worry about someone who had been too focused, or followed too logical a path.
5. A history of long, strong, stable personal relationships.
6. A desire to accomplish something that they can describe interms other than money, treating riches as the outcome of achieving their success, not as the definition of it.

Anyone agree? Disagree?

Do you think you could spot these things in a young person in the typical recruiting interview process? If not, how would you go about finding out about them?

(Would the criteria change if you were recruiting mid-career lateral hires – say, people in the 30s, 40s or 50s?